Assist the VP OF HR with creating training manuals in partnership with department managers to deliver consistent, simple well- written material. The training manuals will include: course content, visual charts, timelines, PowerPoint presentations, etc.
Review training program with the VP of HR to identify needed changes/revisions/improvements to current training program as needed.
Maintains a library of training aids for all store positions.
Coordinate training and monitor the compliance of the Training Store Manager program with the Training Manager and District Manager.
Administers and evaluates training program qualification tests and determines eligibility of prospective training store managers in conjunction with VP OF HR.
Provides input for identifying and defining present and future training needs by assisting with coordination and conducting needs analysis.
Assists the VP OF HR with designing and administering training and development surveys to determine the effectiveness of training programs.
Initiate first contact with the new recruit/promoted employee to communicate details of training. Details will include information such as, store/city where they will train, name of person conducting the training, first day of training, length of training, training agenda, etc. Arrange necessary travel, hotel accommodations and expense reimbursement needs.
Initiate first contact with the training manager who will be conducting the training and outline specifics as indicated above including the new recruit/promoted employee’s areas of strength and opportunity, their work experience and skill level, etc.
Follow up via phone, individually, with the trainer and trainee once a week during initial training.
Request written feedback from the trainer and trainee via company feedback form.
Assess the new store manager’s training/development @ 90 days, 6 months and 1 year.
Tracking of Training Modules for all store personnel.
Send monthly list of “outstanding” training modules to the store manager with a copy to the DM and RM for immediate action.
The primary task of succession planning is to plan a sequence of personnel moves so that candidates for key positions are known in advance of actual need.
Assist VP OF HR in identifying and grooming candidates for future openings in key positions due to lost leadership or new markets.
Assist the field in “growing” our own management rather than recruiting from the outside.
Assist in the identification of future vacancies in those positions.
Assist in identifying of managers who would potentially fit into these vacancies.
Assist in review of data on all potential candidates, including evaluations of performance and potential, experience and skills, education, salary history, and personal career goals
Recommend and assist in determination of training, development and experience needs of the identified candidates.
Assist in developing and maintaining a system of monitoring candidate’s development plan progress.
Employee Recognition Program
Assist VP OF HR in establishing ad implementing a recognition program. Responsible for overseeing and evaluating the program.
Create a quarterly newsletter.
“Thank you for completing a profile for employment with Melrose! If your profile is chosen for further consideration you will receive an email with a link to complete Melrose’s on-line application. As all communication for employment is done thru email, please check your email regularly”